Benefits

1. Translate business strategy to talent imperatives.2. Effectively engage and influence stakeholders in solution scoping and design.3. Engage in rapid solution development using the evidence-based methodology, job aids, and prebuilt tools.4. Promote continuous improvement through the use of metrics and analytics.

This courseware is designed, keeping in mind with the needs of talent management professionals to learn the material and maximize it in their work projects. Users have access to the HCG Learning Management Platform where they can access the courses listed below. Lessons include case studies, step-by-step guides, evidence-based models, webinars, projects, quizzes, and mentor support. Additionally, users have access to job aids and worksheets, which they can readily utilize in their work projects. Read about our success methodology►​

Talent management (TM) is a systematic approach that more effectively aligns the resources of employees and potential employees with the needs of the business.

description

In this course, participants gain an understanding of how talent management systems can create better organizations, better talent, and a better career. They gain knowledge of what talent management is, how organizations benefit from talent management, characteristics of a high impact integrated talent management system and industry practices in talent management. The course highlights the benefits and costly consequences of not focusing on TM practices.​

In this course, participants build the capability to:

conduct a TM system effectiveness audit

identify opportunities for integrating TM practices to meet a business need

assist in the recruitment of evidence-based TM professionals

identify gaps in TM practices compared to industry benchmarks

Tools

This course gives participants access to various tools and worksheets, including:

TM System Effectiveness Audit

Industry Specific TM Practices

Job Analysis

Job analysis is the systematic study of jobs. Job analysis information serves as the foundation for all strategic talent management work and it connects organizational strategy to work outcomes.

description

In this course, participants will understand the benefits of using a job analysis for system integration, compliance, efficiency, and strategic alignment. Participants will gain knowledge of the role of job analysis in a Talent Management system, the steps involved in conducting a job analysis, how to use various job analysis tools and methods, and how to write job descriptions. They will also learn about competency modeling and the steps in creating a competency model.​

In this course, participants will build the capability to:

explain the benefits of conducting a job analysis

explain the difference between a job analysis and a competency model

select between a job analysis or a competency model, to address a specific need

select the job analysis method and tools for a specific need

conduct the steps involved in a job analysis

conduct a job analysis interview

conduct the steps required to create a competency model

Tools​

This course gives participants access to tools and worksheets, including:

A Template and Guideline for Competency Model Development

Checklist and Guidelines Conducting a Job Analysis Interview

A Job Description Template

A Sample Job Description

A Guide to Classifying Abilities and Job Behaviors

Guidelines for Selecting Job Analysis Tools

List of Leadership Competencies for a Competitive Business Climate

Talent Acquisition

Talent acquisition is a newer term for recruiting that signifies a strategic focus on identifying job candidates whose skills are aligned with the long and short-term needs of the organization.

description

In this course, participants will learn the principles of attracting high-potential and high performing candidates through integrated Talent Management (TM) practices. The course will demonstrate the importance of strategic talent acquisition programs in organizations and present the evidence on effective recruitment practices. Participants will gain knowledge about the steps involved in the talent acquisition process and the role of talent acquisition in a TM system. They will also learn about talent acquisition programs through case studies, understand the importance of employer branding and gain exposure to different talent acquisition methods.​

In this course, participants will build the capability to:

outline the key processes required to build a talent acquisition system

draft a talent acquisition strategy by engaging stakeholders

develop material for the talent acquisition process

write a realistic job preview

support the development of an employer brand

conduct activities to promote the employer brand

select the most appropriate talent acquisition method

assist in using social media for talent acquisition

evaluate the efficacy of the talent acquisition methodology

Tools

This course gives participants access to tools and worksheet, including:

A Job Description Template

A Guide to Defining Roles and Responsibilities of the Recruiting Team

A Sample Realistic Job Preview

A List and Description of the Top Job Portals

Employee Selection

Employee Selection involves the assessment and identification of candidates who best fit the position requirement and the organizational culture.

description

In this course, participants gain knowledge about the goals of high impact hiring systems and the tools and methods used in the hiring processes. The course also builds an understanding of effective selection processes through case studies and examples. It also builds skills in monitoring and evaluating the quality of a hiring process.​

In this course, participants build the capability to:

gather requirements of the target job

write a realistic job preview

support the design of a multiple-hurdle candidate screening process

support the administration of an employee selection system

assist in the selection of assessments for screening job candidates

monitor and evaluate the effectiveness of the employee selection system

Tools

This course gives participants access to tools and worksheets, including:

Example of a Competency by Selection Method Matrix

Fleishman's Ability Taxonomy

A Cheat Sheet for Selecting the Best Assessment Tool

A Checklist for Designing a Hiring System

A Guide for Using a Job Analysis Task list to Define the Selection Criteria

Example of a KSA by Assessment Method Matrix

Guidelines for Selecting Assessments for Hiring

Onboarding

Onboarding is the process of assimilating new hires into the organization and their work teams.

description

In this course, participants will learn the evidence on effective onboarding practices and design considerations when building an onboarding program. They will gain understanding of the importance of employee socialization, the difference between orientation and onboarding, as well as key issues in senior leader onboarding. Additionally, the course will present a case study on how a well-known organization onboard its employees. Finally, participants will learn how to evaluate the efficacy of an onboarding program.​

In this course, participants build the capability to:

explain the benefits of an onboarding program

distinguish between an orientation and an onboarding program

design an impactful onboarding program for new-comers

design an onboarding program for senior leaders

determine when to use a structured versus an individualized onboarding program

evaluate an onboarding program

Tools

This course gives participants access to various tools and worksheets, including:

Senior Leader Onboarding Checklist

Questions an Onboarding Program Should Answer

New Hire Orientation and Onboarding Checklist

General Onboarding Plan - Sample

Training and Development

Training and development is the process of acquiring or enhancing knowledge, skills, and abilities to prepare the workforce to achieve higher levels of productivity and effectiveness.

description

In this course, participants learn the steps required to design impactful training interventions. They will gain knowledge about learning theories that lead to sustained skill acquisition. The course includes examples and case studies to demonstrate the use of training to address unique organizational needs.​

In this course, participants build the capability to:

conduct a detailed training needs analysis

support the design of a training intervention

match the learning mode with the purpose and the audience

engage the learner before, during and after the training

design interventions to increase the transfer of training

evaluate classroom and elearning courses

Tools

This course gives participants access to various tools and worksheets, including:

Training Needs Evaluation - Checklist

Vendor Offerings Evaluation - Checklist

Level 1 Training Evaluation Form - Classroom

Level 1 Training Evaluation Form - Elearning

Leader Development

Leader development refers to the activities related to improving the competence of those who play leading roles in organizations.

description

In this course, participants learn about models of effective leader behaviors, such as situational leadership theory and full range leadership theory. Additionally, they will gain knowledge about leader development programs, including accelerated leader development and charismatic leadership training. The course includes special topics on globalization and gender in leadership and current and future trends in leadership development.​

In this course, participants build the capability to:

help others understand the unique characteristics of leaders

support the selection of assessments tools to predict leadership success

support the design of leadership development programs

support the selection of vendors for deploying leadership development programs

support the design of a training program to grow charismatic leaders

support the deployment of leadership development programs

support progress tracking of participants

design mechanisms to accelerate leader development

Tools

This course gives participants access to various tools and worksheets, including:

A Training Guide to Developing Charismatic leadership

A Guide to Assessing Effective Leader Traits and Behaviors

A Form to Capture Current & Future Leader Competency Requirements

Leadership Development Needs -A Gap Analysis Tool

Leadership development - Program Design Template

Leader Development Activities and Activity Descriptions

Leadership Development Activities by Development Phase

Career Planning

Career planning is a bundle of activities that help prepare employees for advancement within their current organization.

description

In this course, participants will gain knowledge of the role of career planning in a Talent Management system. Additionally, the course will teach the steps involved in developing a career management system, the steps involved in managing individual careers and popular models and frameworks used by experts in career management. The learning experiences will also include examples of how three leading organizations practice career management and special cases of career planning including new graduate career management, senior leader career management, informal career development and helping employees manage their own careers. At the end of the course, a participant will learn how to evaluate a career planning program.​

In this course, participants build the capability to:

support the formulation of a career management strategy

guide clients on the types of employee issues a career management system can address

support the design of a career management system

guide individuals through a career management process

select from a list of career management activities based on the needs of the individual

use formal and informal career management

evaluate a career management program

Tools

This course gives participants access to various tools and worksheets, including:

A Guide to Picking Career Planning Activities by Career Stages

Organizational Career Management Practices - Maturity Chart

Super’s Model: Matching Career Management Practice with Career Stage

A Guide to Selecting Assessments for Career Planning

Overview of the Dreyfus Model of Skill Acquisition

A Guide to Managing Challenges Related to Career Management Programs

A Guide to Segmenting Career Management Programs by Organizational Level

A Guide to Segmenting Career Management Programs by Career Stages

Program Evaluation

Program evaluation (PE) is at the heart of practicing evidence-based talent management. It refers to the process of assessing the impact of an intervention by gathering data to compute the right HR metrics.

description

In this course, participants learn the steps involved in designing a program evaluation. They develop an understanding of popular models and frameworks in program evaluation, such as Kirkpatrick’s four levels of evaluation, Return on Investment (ROI) and Utility analysis. Additionally, the course will cover the evaluation process and metrics used in common types of development programs including training interventions, leader development programs, multisource feedback interventions, executive coaching and career management systems. While this course is presented as a separate chapter, all TM interventions should have a PE component.​

In this course, participants build the capability to:

describe the benefits of doing a program evaluation

use the PE framework to develop hypotheses about program outcomes

use the PE frameworks to select the right evaluation level and metric(s)

select the appropriate program evaluation method

outline the steps required to conduct a program evaluation

identify the data required to conduct a program evaluation

perform simple statistical analyses

outline the evaluation methodology for commonly used programs such as

training

leadership development

executive coaching

multi-source feedback

career management systems

Tools

This course gives participants access to various tools and worksheets, including:

Program Evaluation- Data Collection and Metrics Checklist

Statistical Techniques and when to use them

Comparison of Interview Methods for Program Evaluation

Training Evaluation Levels

Worksheet - Return on Investment Analysis

Career Development Programs-Audit Sheet

Evaluating Career Development Programs - Organizational and Individual Level Metrics

Program Evaluation of Succession Planning and Management Program-Audit Sheet

Coach Assessment

Executive Coaching Experience Evaluation Form

Performance Management

Performance management (PM) is the process in which individual efforts and outcomes are evaluated against organizational expectations.

description

In this course, participants will learn about the dimensions of performance and how they relate to effectiveness. The participant will learn about the key decisions and practices that lead to accuracy and fairness in the appraisal process. They will understand the interdependencies between PM and talent management systems, and use this knowledge to design a high impact PM system. Participants will also learn about key considerations such as assessing team performance and evaluating the effectiveness of a PA system.​

Compensation and Total Rewards

A compensation process is a motivational tool used for administering rewards, recognizing employees and retaining talent.

description

In this course, participants will learn the steps involved in developing a compensation strategy and the evidence on effective compensation practices. They will gain knowledge of the contrasting perspectives on compensation, total rewards and get introduced to special topics including sales compensation, managerial compensation, executive compensation and legal issues in compensation. The course will also teach effective compensation strategies through case studies.​

In this course, participants build the capability to:

perform a job evaluation

use compensation practices to support organizational objectives and business strategies

outline the key considerations in conducting a market pay analysis

develop the compensation structure

develop pay bands for job families or broad bands for all jobs within the organization

effectively communicate the company’s compensation philosophy

outline the key considerations for designing a sales compensation systems

decide when to use long-term or short-term incentives

Tools

This course gives participants access to various tools and worksheets, including:

Guide to Evaluating Total Rewards Programs

Job Evaluation Sample - Comparison of Client Services Role

A Manager’s Discussion Guide for Compensation Communication

Sales Performance Metrics

Steps in Building a Compensation Communication Plan

Total Rewards Programs

Market Pay Analysis

Workforce Analytics and Planning

Workforce planning is a systemic approach used for assessing current workforce utilization. It requires determining priorities and allocating resources where they can do the most good.

description

In this course, participants will gain knowledge of the signs that signal the need for workforce planning and the steps involved in conducting a workforce analysis. Additionally, the course will present strategies for workforce segmentation, qualitative and quantitative methods for workforce estimation and other special considerations.​

This course gives participants access to various tools and worksheets, including:

Guidelines for Building a Talent Inventory

Guidelines for Using Qualitative Methods of Workforce Forecasting

Operational Strategy Canvas - Form

Tools for Estimating Skills and Expertise Required - Form

Strategies of Addressing Workforce Deficits and Surpluses

Workforce Segmentation Categories and Definitions

Succession Planning

Succession planning is the process of replacement or transition planning of leadership positions and critical roles. It involves identifying future candidates based on their projected capability to grow beyond their current role.

​DESCRIPTION

​In this course participants will learn the steps involved in developing a succession planning process and the organizational best practices. The participant will gain knowledge of how succession planning fits into the employee life cycle and how to identify critical positions. The course will also present evidence, predictors of leadership potential, special considerations, common dilemmas and material on CEO succession planning. Finally, participants will learn how to evaluate the succession planning process.

In the course a participant will build the capability to:

define an approach to identify critical roles

define the succession needs of the organization

select assessments to help identify high potential candidates

develop a process to identify high potential employees using assessments and employee data

This course gives participants access to tools and worksheets, including:

A Guide for Succession Planning Management and Development Support

Comprehensive List of Predictors of High Potentials

A Guide to High Potential Identification, Development, and Treatment

A Guide to Understanding Leadership Derailers

Guidelines for Identifying Critical Roles

Job Leveling Matrix

Miles and Snow Organizational Strategy - Tool

Succession Planning Stakeholder Meeting Guide

The Talent Review Process - Challenges and Resolutions

Succession Planning Strategy Creation Meeting Canvas - Tool

Organizational Culture and Change Management

Global competition, new markets, and disruptive technologies are just a few elements that create a need for change. Change management practices help adapt to internal and external forces which threaten organizational growth and sustainability.

description

In this course, participants will learn about practices that minimize resistance and sustain change. It includes learning the material on the steps involved in change management, and requirements to prepare leaders to lead change. The participant will also learn how to measure climate and culture, and how to change organizational culture. The course will present a validated change management model and evidence on what works in change management. Finally, participants will learn to evaluate the impact of change and create an action plan for continued improvement.​

In this course, participants build the capability to:

recognize the signs when change management is required

assess climate and culture related barriers to change

lead a conversation on the options to culture change

support the process to define the changing purpose

support the identification of risks associated with the change process

lead /support the change process to prepare for the change

identify the sources of resistance to change and prepare to address the resistance

prepare leaders to lead change

play the role of a change agent

support the change team in anticipating the trajectory of change and prepare to overcome obstacles and dips in performance

create a plan to communicate the change

lead efforts to evaluate the impact of change and create an action plan for continued improvement

Tools

This course gives participants access to various tools and worksheets, including:

Instrument to Assess Organizational Climate

Guide on Assigning Roles and Responsibilities to the Change Team

Current State and Future State Analysis - Interview Questions

Gap Analysis Template

List of HR Competencies to Support Change

Sample Change Communication Plan

Steps in Implementing Total Organizational Change

Taxonomy of Organizational Risks

Tools for Spotting Change Implications

Team Effectiveness

Team effectiveness refers to the process of diagnosing teams or structuring new teams for increased efficiency and effectiveness.

description

In this course, participants will learn about the validated models of team formation and characteristics of high impact teams. They will also learn to conduct a team diagnosis and the steps required to promote team effectiveness. This course includes materials on the characteristics of virtual teams, self-managed teams and the impact of team diversity on team effectiveness.​

In this course, participants build the capability to:

help conduct a team diagnosis

advise a team on improving their effectiveness

support the formation of a new team

assist in the selection of team members

identify an appropriate type of team training

assist in the design of team training

evaluate the effectiveness of a team

Tools

This course gives participants access to various tools and worksheets, including:

Guidance for Selecting the most Appropriate Team Training Intervention

An Instrument to Conduct a Team Diagnosis

Guidance for Defining and Assigning Team Roles

A Team Leader Skills Questionnaire

Employee Engagement

Experts define engagement as a positive attitude held by employees towards their work and their organization. It creates a feeling of enjoyment and motivation leading to increased productivity.

description

In this course, participants will learn about the scientific basis of employee engagement and the outcomes it drives. Through steps, tools, examples and case studies, participants will learn to recognize the signs that point to the need to address employee engagement. They will also become equipped to identify the actions required to create an engaged workforce.​

In this course, participants build the capability to:

guide the organization in building an accurate understanding of employee engagement

support market campaigns and communication efforts to build awareness about employee engagement

support efforts to design studies to measure employee engagement

support the data collection, data analysis and interpretation of employee engagement studies

identify interventions to close gaps in employee engagement

evaluate employee engagement programs

Tools

This course gives participants access to various tools and worksheets, including:

Employee Engagement Assessments

Guide to Defining Employee Engagement in the Context of the Organization

Tool to Draw Conclusions from the data and Build a Case for Employee Engagement

Sample Data Interpretation and Action Planning Guide

Employee Experiences Survey

Employee Experiences Survey Scoring Sheet

Employee Engagement Interview Guide

Work Design

Work design or job design is the process of structuring jobs to satisfy the motivational needs of employees while optimizing work outcomes.

description

In this course, participants will learn about models of work design, when work design is an option and how organizations can benefit from work design. Additionally, they will learn about different types of work design and the steps in designing and redesigning work. Participants will also learn the strategies to effectively implement new job design by incorporating changes in the performance management system and designing effective reward systems. The course includes special topics on teamwork and improving quality of work-life, and case studies​

In this course, participants build the capability to:

Guide conversations on the motivating potential of work design interventions

Help managers select between work design options

Design flexible work options

Help managers and incumbents focus on the work dimensions that promote work motivation

Perform the steps in designing work

Conduct an evaluation of the work design process and outcomes

Conduct work design options for individuals and teams

Tools

This course gives participants access to various tools and worksheets, including:

Job Enlargement Template

Job Enrichment Template

Job Rotation Tool

Job Rearrangement Tool

Job-related Challenges Tool

Questions to Consider when Redesigning or Creating New Jobs

Identify the best Job Design Option - Guide

Dreyfus Model of Skill Level

Job Leveling Matrix

Work Design-Needs Analysis Guide

Work Design Options Guide

This learning and certification package includes the training segments and a certification exam.

Certification Requirements

​1. Complete the learning segments listed in the training tab, including the accompanying mandatory webinars, and quizzes.

2. ​Complete projects achieving minimum score of 70%.

3. Complete examination

Step 1: Comprehensive Exam

Take four separate modular certification exams and achieve minimum score of 70% on each exam. Format of modular exams:- Computer-Based Testing (CBT)- Multiple-choice questions selected based on expert panel evaluations

Certified in Workforce Selection (CWS)

Certified in Workforce Development (CWD)

Certified in Workforce Management (CWM)

Certified in Organizational Effectiveness (COE)

Exams may be taken on different examination dates while you are enrolled in the program.

Lead the design, implementation, and evaluation of comprehensive project covering two or more modules in the integrated talent management framework. The project must include problem identification, solution design leveraging know of the evidence, implementation and evaluation design.

All certifications are valid for 3 years. To maintain the certification credentials, you must stay current in this area of expertise, build upon your knowledge, and grow as a professional in your field. Recertification requires retaking the exam.